#advice

Bottom line - don't get stuck here. We've seen they can spring layoffs on us without warning. If that wasn't a wake-up call to stop being complacent, I don't know what is. We all tend to seek false security and get set in our ways. You're not doing yourself any favors. Better to be prepared with other options lined up than to be caught off guard.

2 in the thoughts and 1 in the prayers for all you delta peeps. Your new CD&TO left a trail of pain and misery at USAA. Don’t believe me? Read any of the dozens of posts on here about her. Best of luck! 🤞

I got offered a job in a small startup. Less than 30 employees. They're doing great right now, and the offer is really good, but I'm so worried. While job security here is an issue, with startups the whole company can go under in a heartbeat. I have no idea what to do.

You stayed at dell to long and you working for a company like Dell never turns in anyone’s favor unlike if you worked for a company like tootsie roll who takes care of there people like family

If you feel someone is in a higher position who is not qualified. Speak up . Never do someone else’s job for them. Don’t bust your butt so the store manager can get paid a ton of $$$. Enough is enough.

Heard it mention in regards to layoffs and I have no idea what it could be. Google says it has something to do with revenue growth rate and profit margin but that makes no sense whatsoever. And in case it's not obvious, I'm relatively new here (just under a year).

I missed the communication that all my well-performing mutual funds would be mapped to a couple of ETFs, a target date fund and a generic bond fund. My well diversified portfolio that's averaged 12% annually, wiped clean by the geniuses running this ship like it's the Titanic. No more individual fund choices unless you go with the self directed brokerage account option, which I will be doing.

Nearly $500k between me and my spouse completely trashed by the geniuses on the 10th floor.

https://x.com/gebaidc/status/2004931798279586072?s=46
But yet if u go to Good Rx and compare prices for meds : Optum prices are
Higher than everyone else’s.
That’s why that
Poor kid died because they jacked up his rescue inhaler up to over 500 dollars and they lost a lawsuit when they denied a ulcerative colitis member his dr-gs and he had to drop out of college cause his condition worsened till he couldn’t get out of bed. Story after story.

Whatever you do, don’t think for a second that “hard work” will do you any good. It rarely if ever gets noticed. Whenever management talks to you, assume that you’re being gaslit by default.

TUPE a legal framework in the UK and Ireland that protects employees' rights when their business or part of a business is transferred to a new owner (like in a merger, acquisition, or outsourcing). It ensures employees automatically move to the new employer with their existing terms, conditions, and continuity of service, preventing dismissal just because of the transfer and maintaining their benefits.

What’s the point of anything?

Did this post somehow catch your eye?

Is it making you stop to think? Feeling the need to comment?

Does it resonate with you some way?

Moral compromises?

Are you lying to yourself?

Deep down, gut feeling, do you know you are doing something wrong?

No fear of what is to come next?

Remember we are but a blip on the timeline.

Looks like you made it this far.

Maybe this post is the reminder or push you need to turn around your soul rot.

Is your soul rotting at U.S. Bank?

Have a buddy starting there as a college hire

I have a job offer that pays about 10% lesser than Honeywell in a Tier 2 company. In Honeywell, the world around me is crumbling with key functions non existent, R&D dying, and daily churn in leadership. However, for me, I have been nominated to a few leadership development programs for whatever that is worth. It might mean I survive the next round of layoffs but maybe not the one after that. If I leave now, I give up my MIP. Is it time for me to leave? Will I regret leaving or staying?

I noticed an opening in this department. Does anyone have experience or know anything about working for this department? Do they use Verint? Do they micromanage the heck out of you? I presently work for Humana , just trying to get away from the horrible management I have presently.

Did you rent first to get a feel of the neighborhood or did you buy out of state and move?

It still hurts to see a decade of work stolen. I realized too late that I was hired to do the heavy lifting for others who took advantage of me. (Those who are adept at managing up but made little contributions.) The real disappointment was to see former co-workers who passed off my work as their own because of their lack of competency just to survive the ranking. If they go that then have the decency to acknowledge me when they published or present my work.

Yeah, I know some people only show up for the paycheck. But if you care about these things, then don’t work here.

To all,

Enjoy the holidays, love the time with family and friends, feel th peace of today. The New Year will be - changes, what you want it to be , exciting new opportunities or cr-ppy same ole. Don’t put your energy on tomorrow, instead embrace today and your peace.

Treat yourself to something you truly enjoy, cherish time with family and friends, and do everything you can to forget about work for a day or two. It does wonders to not let this place monopolize your time and mind. It’s not worth it. We can’t control what’s coming next, and more often than not, things sort themselves out with a bit of luck and effort.

Anyone use the the advisory service they offer? Is it worth it?

Treat your job as a lease, not a mortgage nothing is guaranteed. You’re given a space to contribute, and in return, you receive compensation. I’ve been there nearly 30 years, and that’s how I’ve always approached my role. This mindset helps you keep your sanity, and when you’re no longer needed, you can pack up, move on, and find something new and challenging.

I got a return offer from an internship at Verizon. I have just gotten one email basically saying I'm safe for now, but I know that a ton of my team was affected. The job is a good fit for me and where I want to be (Austin Tx).

Am I a sitting duck and does anyone have genuine advice?

I’m on the process of potentially taking a role with Aramco.

I am reconsidering given what I read about the air quality levels, yesterday it was globally the worst place for PM 2.5.

I understand the region is dusty but I really don’t want to damage my health or those of my kids breathing toxic air.

Can anyone point me to some advice on the matter, I cat the the first one mentioning this. The HR guy said it’s only a couple of days a year when the seasons change it gets really bad. How do others cope,

Leaders in past did not consider location and noisy office of its head quarter was the problem in turning company around. My advice sell it and build a nice office convenient to all. Even if it can only house 55% capacity. We can take turns going to office. They forget their ultimate goal of turning company around and instead get entangled in RTO. Without adding another location, now they are shuttering OPO.

The Trump administration appealed a judge’s ruling that it illegally froze more than $2 billion in research funding to punish Harvard University for refusing to comply with a host of demands from the federal government.

US lawyers filed a notice of appeal on Thursday, more than three months after US District Judge Allison Burroughs ruled that the Trump administration had violated Harvard’s free-speech and due-process rights.

https://www.ndtvprofit.com/world/us-appeals-harvard-court-victory-on-2-billion-funding-freeze

Do something about it. Make yourself heard. Drop specific names and hold them accountable.

https://publicportal.eeoc.gov/Portal/Login.aspx

Here is a breakdown of the key issues you've described and whether they are likely to have legal merit:
⚖️ Legal Merit of the Complaints:
It is highly unlikely that either of the actions described—the performance rating changes or the salary range consolidation—is illegal on its own, especially in the context of general U.S. employment law (which applies unless a specific country or state is mentioned).

1. The Low Performance Ratings ("Forced Distribution")
   • The Law: In the U.S., the vast majority of employment is at-will. This means an employer can generally modify an employee's job duties, compensation, or even terminate them for any reason that is not illegal (i.e., not discriminatory).
   • Performance Reviews: Companies are legally allowed to change how they evaluate performance, introduce "forced distribution" (where a certain percentage must receive low ratings), and enforce stricter standards, even if it leads to ratings that employees feel are unfair or unexpected.
   • The Only Legal Challenge (Discrimination): A performance rating only becomes a potential legal issue if it can be proven that the rating was given based on illegal discrimination (e.g., race, gender, age, religion, disability, etc.) or in retaliation for engaging in a protected activity (like whistleblowing or reporting harassment).
   • The fact that many people are getting low ratings for the first time suggests a change in company policy, not necessarily individual illegal discrimination. For a lawsuit to succeed, a lawyer would need to show a pattern of discrimination against a protected class (e.g., "Only women received the 'Needs Improvement' rating," or "The rating was given right after I filed a formal complaint").
   • Conclusion: Being unhappy with a rating, or even feeling it was unfair, is generally not a legal issue.
2. Consolidating Salary Ranges for Remote Employees
   • The Law: Employers are free to set, change, and consolidate salary ranges and structures. They can decide to use a single, consistent salary range for all remote employees, regardless of the employee's specific location, even if some employees were previously in a higher, location-based range.
   • The Only Legal Challenge (Pay Equity): The consolidation itself is not illegal. However, the resulting salaries would still need to comply with Equal Pay laws. These laws require that employees performing substantially similar work receive equal pay, regardless of s-x (or, in some states, other protected characteristics), unless the difference is based on a factor other than s-x (like seniority, merit, or a geographical pay difference).
   • In your case, the company is moving toward more consistency, which generally reduces pay equity risk based on location differences, not increases it.
   • Conclusion: The consolidation is a standard business decision regarding compensation structure and is generally not illegal.
     📝 The Importance of Documentation
     While the actions are likely legal, the advice to document everything is still very sound advice.
   • For the Employee: Documentation helps establish a clear timeline and the company's reasoning. If an employee is eventually terminated, this documentation could be crucial evidence if they believe they have grounds for a lawsuit (i.e., if they can show the ratings were pretext for a discriminatory or retaliatory firing).
   • What to Document:
   • The New Rating: The exact rating, the written feedback, and any meetings where it was discussed.
   • Prior Performance: Previous high ratings, positive emails, and concrete examples of work that exceeded expectations before the change.
   • The Salary Change: The communication about the new salary band and how it was communicated.
   • The Thread: The general timeline and tenor of the complaints from peers.
     💡 Summary for the Thread
     Based on general U.S. employment law:
   • The actions are likely legal. Companies have wide latitude to change performance review systems and compensation structures.
   • A lawsuit would require proof of illegal discrimination or retaliation. General unfairness or bad management is not grounds for a legal case.
   • Documentation is still smart. It protects the employee by creating an evidence trail should they need to challenge the company on legitimate grounds (like discrimination) in the future.
     The best next steps for people on the thread would be to research the specific employment laws in their state and, if they suspect their individual rating or pay was based on an illegal factor like race, gender, or religion, then they should consult with an employment attorney.

I know this is not the best place to get good feedback, however I am finding it difficult to get "honest" input anywhere. For those that have left, or are still with the company , any recommendations on a company (The Retirement Group, Quotient Wealth, Fidelity, or others) that can help to navigate and manage pension, 401K, etc? I am not savvy in this area and would like some help until I am confident to do it on my own or keep it longer term with support. I think a fiduciary is important. Please just helpful comments and maybe that is asking too much on this site. Thank you.

Watch out for boot voucher thieves!

I’d really like to hear your thoughts about our situation in this department. It’s important to me that we’re honest with each other. Do you think it would be better for us to move on as soon as we secure another job, or should we hold out for severance? I value your perspective.

I’m in coding and there is a coding auditor role open that I’m applying for. Can anyone share their pay amount if they are in this role. I am a coder for family practice at 36.53 (75k). I saw some posts about recent layoffs so not sure if that’s why this is open.

Thanks for anyone’s help.

Starbucks hired Laxman Narasimhan, a former McKinsey & Company senior partner, as CEO in 2023, but his tenure was marked by declining market value (around $30 billion lost) due to a perceived disconnect between strategic advising and operational execution, leading to his replacement by an "operator" from Chipotle, Brian Niccol, which immediately boosted the stock, highlighting a shift from pure strategy to hands-on management at the company.

Key Details:
The Hire: Narasimhan, with deep consulting and PepsiCo experience, was seen as bringing strategic discipline to Starbucks.

The Problem: His focus on efficiency and process, influenced by McKinsey frameworks, alienated customers and staff, leading to poor store experiences and falling sales, despite strategic logic.

The Pivot: In late 2024/early 2025, Starbucks replaced him with Brian Niccol (ex-Chipotle CEO), known for actual operational scaling.

The Result: Niccol's appointment reversed the stock decline, showing the market's preference for real-world operators over strategic advisors for hands-on retail challenges.

The Lesson: The situation became a case study on the difference between consulting/advising (strategy) and building/running (operations), with Starbucks learning that its brand needed experience, not just frameworks, according to various business commentators.

Starbucks didn’t fail in its execution.. it just forgot what it is selling.. is chevron heading down the same path?

I obviously hear and read about the horrors of Broadcom and every company. Are there any positive groups or orgs at all ? I was also told RTO is mandatory. Is there anything positive about the company or would you recommend new hires to avoid ? The stock might be good but means nothing if you get laid off prior to vesting

How do we prepare for a sudden layoff?

We lose access to company sites and contacts. What should we save?

Any tips would be much appreciated.

Instead of new threads for everyone to whine about tiny little tools that they don’t like (and are entirely optional for them to use or not use) how about you all use this thread to complain instead. What a waste of time to spend on a website to complain about random sh-t.

I’ve done everything people tell you to do, kept my skills current, paid for a professional resume, stayed active with networking, and kept applying consistently, yet I’m still sitting here with no offers after more than six months. The interviews I did get felt positive, but then I got ghosted after later rounds, which makes the whole process feel even more discouraging. At this point I genuinely don’t know what else I’m supposed to change to turn interviews into an actual offer.

Don’t think that hard work, good reviews, or even being chummy with your manager will save you. You’re a number on a spreadsheet. If you make more than your coworkers, well, bye bye. If you don’t want to be caught with your pants down, you better accept this as reality.

I strongly suggest everyone should read the current partnership agreement. You might find it does not really say what we’ve been told it says.